EXPECTANCY THEORY offers (as I said previously) a number of insights into why many people are not motivated in their jobs. The “expectation” is based on an individual’s belief the their actions will be followed by a given outcome and particularly on the attractiveness of that outcome. The second linkage that the theory focus’s on is the:
Many employees see the performance reward linkage as being very weak. This particularly occurs when the organization completes a performance appraisal then does something stupid like give an ACROSS THE BOARD, 5% SALARY INCREASE TO EVERYONE. Performance management (inspiration) is a process and needs to be a whole year ongoing effort which includes, vision sharing, personal development discussions, training, counselling and action planning as well as the annual performance appraisal.
TOO HARD… MAYBE GO AND FIND THAT BIG STICK… OR PERHAPS SOME CARROTS
Not being rewarded... time fill in your resume... there is a free blank resume form at www.orglearn.org
Performance = Reward linkage (What is the reward?)
Many employees see the performance reward linkage as being very weak. This particularly occurs when the organization completes a performance appraisal then does something stupid like give an ACROSS THE BOARD, 5% SALARY INCREASE TO EVERYONE. Performance management (inspiration) is a process and needs to be a whole year ongoing effort which includes, vision sharing, personal development discussions, training, counselling and action planning as well as the annual performance appraisal.
TOO HARD… MAYBE GO AND FIND THAT BIG STICK… OR PERHAPS SOME CARROTS
Not being rewarded... time fill in your resume... there is a free blank resume form at www.orglearn.org
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